Manager, Community Engagement

About Care Access

Care Access is working to make the future of health better for all. With hundreds of research locations, mobile clinics, and clinicians across the globe, we bring world-class research and health services directly to communities that often face barriers to care. We are dedicated to ensuring that every person has the opportunity to understand their health, access the care they need, and contribute to the medical breakthroughs of tomorrow.

With programs like Future of Medicine, which makes advanced health screenings and research opportunities accessible to communities worldwide, and Difference Makers, which supports local leaders to expand their community health and wellbeing efforts, we put people at the heart of medical progress. Through partnerships, technology, and perseverance, we are reimagining how clinical research and health services reach the world. Together, we are building a future of health that is better and more accessible for all.

To learn more about Care Access, visit www.CareAccess.com.

How This Role Makes a Difference

The Manager, Community Engagement role is a leadership role within the Community Engagement Department who leads and executes community-facing strategy and operations that advance study recruitment, partnership health, and equitable community outcomes, while coaching and managing front-line Community Engagement Partners (CEPs), Community Clinical Research Educators (CCREs), and supporting partnership pipeline management.

How You'll Make An Impact

• Plan, operationalize and manage community engagement initiatives, from strategy through execution and evaluation. Example activities include defining objectives, budgets, timelines, staffing, success criteria, and post-campaign evaluation.

• Own metrics for engagement, pipeline velocity, and partner quality; partner with department leadership to translate outcomes into operational improvements.

• Supervise, mentor, and operationally support a small cohort of CEPs or CCREs (typical span:1–6 FTEs). Set performance expectations, conduct regular 1:1s, and enable consistent execution across geographies.

• Oversee staffing, materials, logistics and field operations to ensure consistent, safe, and high-quality community events and screenings across multiple geographies.

• Facilitate cross-functional communication with internal teams to avoid silos and misalignment.

• Maintain accurate documentation of team resources, tools, and key operational procedures.

The Expertise Required

• Exceptional organizational and time management skills

• Maturity, emotional intelligence, and professionalism in fast-changing settings

• Strong written and verbal communication skills

• Experience with logistics and event operations, including staffing coordination

• Proficiency in Microsoft Office and collaboration tools (e.g., Slack, ClickUp, SharePoint, etc.)

• Ability to work independently and prioritize effectively under pressure

Certifications/Licenses, Education, and Experience

• Minimum of 6-8 years of relevant experience in sales, operations, logistics, or event coordination

• Bachelor’s degree preferred; equivalent professional experience accepted

How We Work Together

• Travel: This is a remote position with up to 30% national travel requirements. Occasional planned travel may be required as part of the role.

• Physical demands associated with this position Include: The ability to use keyboards and other computer equipment.

The expected salary range for this role is $100,000 - $140,000 USD per year for full time team members.

Benefits & Perks (US Full Time Employees)

• Paid Time Off (PTO) and Company Paid Holidays

• 100% Employer paid medical, dental, and vision insurance plan options

• Health Savings Account and Flexible Spending Accounts

• Bi-weekly HSA employer contribution

• Company paid Short-Term Disability and Long-Term Disability

• 401(k) Retirement Plan, with Company Match

Diversity & Inclusion

We work with and serve people from diverse cultures and communities around the world. We are stronger and better when we build a team representing the communities we support. We maintain an inclusive culture where people from a broad range of backgrounds feel valued and respected as they contribute to our mission.

We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to, and will not be discriminated against on the basis of, race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.

Care Access is unable to sponsor work visas at this time.

If you need an accommodation to apply for a role with Care Access, please reach out to: [email protected]

Mandatory Employer Disclosures:
Notice to Illinois applicants: Applicants are not obligated to disclose expunged juvenile records or adjudication, arrest, or conviction.
Notice to Connecticut applicants: Care Access may require applicants to submit to a urinalysis drug test in connection with an application for employment.
Notice to Arizona, Georgia, Indiana, and North Dakota applicants: Care Access complies with applicable laws prohibiting smoking in and around places of employment.
Notice to Massachusetts applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Notice to Rhode Island applicants: Care Access complies with Rhode Island law prohibiting smoking in enclosed areas within places of employment. Care Access is also subject to is subject to Chapters 29–38 of Title 28 of the Rhode Island General Laws.
Notice to Maryland applicants: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT, OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.